From practical experience, however, there are some requirements for application documents, which basically apply:
Mistakes are a no-go
Recruiters read daily a variety of lives. With the help of an experienced scanner, they can immediately notice inconsistencies in the design (eg different line spacing, font sizes or types). In times of automatic spell checking of Microsoft Office and other word processors, you may not experience errors in spelling. The time for a conscientious proofreading of the CV, especially by another person who does not already know the document, should be taken.
Of course, the content-related aspects of the CV continue to play a greater role and decide on the eventual success. Deductions in the "B-mark" in terms of design, however, prevent the fact that the staff works so unbiased.
2. Content and success
Avoid the mere listing of positions and employers. Of course, the curriculum vitae must be anti-chronological for better orientation. However, the individual companies and positions that you have gone through in your career are then relatively free in the design. Explain what you have done there significant. Job titles alone do not help. Report "Countable": What successes have you achieved? How can you quantify your work and results?
If you are not working for BMW, Google or Telekom, it is worth taking a few facts about the company to provide the unknown name with more clarity. In this way, the personnel can make a clearer picture of your person and your current work environment.
3. Matching: correctly advertising for themselves
In the course of the career comes a lot of positions and employers together. A good CV should not be misunderstood as a comprehensive compendium of working life. They apply to potential new employers. As in the classic advertising of products and services, you should trumpet the important attributes off, and let the properties of you that are just not in demand disappear in the "side effects".
The analogy to product communication goes even further: Products focus on advertising specific target groups, whose characteristics and needs are known. Your target group as an applicant is the target company. The characteristics and needs arise from the company communication and the job vacancy. Use this approach for your own benefit: What is important to the company and is useful? What do I put in the foreground, what is not?
4. Do not lie
In CVs and application letters is lied that bend the beams. Recruiters regularly experience more or less successful attempts by applicants to give their career a little more shine than they actually have. Anyone who seriously wants to apply at a high level, should of course never false facts in his documents. Personnel show themselves excellently trained and recognize in the process quickly inconsistencies in the presentation of the candidates. Human resources departments routinely check the most important details of the applicants. Beyond skillful questions in the job interview, the z. For example, by contacting former employers, language tests or reviews of educational institutions to degrees.
Do not waste any thoughts on untruths in the application process. Concentrate on questioning: How do I manage to adequately communicate the critical features of my career - without lying?
Invest the time into the cunning design of your application documents. Create a perspective for the recruiter that shows what makes you a candidate and differentiates positively from others. Restrain less valuable aspects into the background, but stand by.
5. Know the contents of your CV
If you do not know your own CV by heart, it can be embarrassing in conversation. You should be able to easily report all the descriptions of the position well beyond the descriptions in the curriculum vitae. Otherwise, you may feel that you are not quite telling the truth - see point 3. The more serious and competent you are in the conversation, if you did not chronologically download your vita. Explain, in a nutshell, a broad thread focusing on your thematic focus, which is especially important to your target company.
6. Take the chance of the application photo
The importance of the application photo tends to be underestimated. In most European countries, people are now applying without a photo. In Germany that is also possible, but not the rule. It is a great opportunity for you to bring personality and individuality into the documentation. Personnel are people who look for other people - including as new colleagues. Of course, a staff member is one Casting Having a good photo is much more positive than an application without a photo that creates latent uncertainty.
The danger: a bad photo produces the opposite: high disapproval rate because of the photo. What makes a good photo? It should be a current application photo in high resolution, no private snapshot with bad Handykamera, on which one nevertheless so sympathisch rüberkommt. A simple, modern format with an appropriate background helps as well as clothing and attitude that suits your application level. Googled for modern application photos and get a good photographer to advise you. The investment is worthwhile.
7. The appropriate cover letter
The importance of the application letter is very controversial among staff. For some, it is the decisive place where I can see how the candidate can express himself in whole sentences and how he / she is able to briefly and concisely describe his situation. Others, on the other hand, read it transversely and then devote themselves entirely to the curriculum vitae.
There are, however, clear requirements for a good job application, no matter how the importance of the recruiter is assessed:
Standard phrases annoying and boring - take the trouble and develop your own, concise statements. Do not just write about yourself, but connect to the company and the position. What attracts you to the position? What use does the company have from just hiring you?
Do not overestimate the cover letter: Do not even try to get rid of everything you always wanted to say about yourself. Concentrate on the essentials. Do not be superficial, but take out a few, exciting details from your Vita. Make the personer want more information about yourself. More is not realistic. A DIN A4 page is still the limit.
8. Uniform appearance: online and offline
Your CV has been rivaling your profile on the internet for several years now. This is not true for you because you can not find anything on the internet about you? - First of all, it is very doubtful that you will not find anything on the WWW about you. Secondly, that would be bad: If you really qualify as a candidate at first glance, HR professionals usually look on the net to get their first "public" picture of you there. If you do not happen there, it seems at best technology-grumpy. In any case, the recruiter lacks this important impression.
Therefore, it is very clear: Make sure that the HR specialist can get a good impression with consciously designed online work. Social media offer you the best basis for this. In search of your person, you end up unerringly with networks such. XING, Experteer, LinkedIn, facebook and Co., where you can present yourself in person and your professional CV. If you show a consistent appearance between your application documents and your online profile, the HR person will feel confident and secure.
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